Kayla Wilson

Mrs. Kenly

British Literature

2 March 2018

Annotated Bibliography

Why are men still getting paid more than women in today's society?

Arquette, Patricia. "Sure, Equal Pay Day is about what's in Women's Paychecks. it's also.."

Washington Post - Blogs, 12 Apr, 2016, pp. n/a, SIRS Issues Researcher,

https://sks.sirs.com.

We all know women make less than men but this is even more so true when it comes to

African American and Latina women. “African American women make only 60 cents

and Latinas make only 55 cents compared to white men”. “Carolyn Maloney of New

York, the ranking Democrat on Congress's Joint Economic Committee, shows that

women's median earnings are now $10,800 less per year than men's. The disparity adds

up to more than a $400,000 gap over a 40-year employment lifetime”. The wage gap has

decreased since the Equal Pay Act first became law in 1963. Back then a women made

only 59 cents on the dollar compared to men. The iconic family of dad at work and mom

at home with two kids is no longer the norm. “Three-fourths of all working-age women

are now holding or seeking a job, including two-thirds of women with children under 18,

and 40 percent of employed married women are their household's prime wage earner.”

Due to the fact that women make less, women will wait longer than men to buy a house,

and take longer to pay off student loans. Job segregation and discrimination can lead
 women to lower-paying work in general. Women are less likely to have health insurance,

paid vacations or sick leave. We live in the only advanced country in the world that

doesn't guarantee paid maternity leave for employed mothers. Not to mentions that

bonuses aren’t often off the table for most women.

Cooper, Mary A. "Wage Gap for Women: Both Sides of the Story." Hispanic Outlook in Higher

Education, Jan, 2014, pp. 14, SIRS Issues Researcher, https://sks.sirs.com.

Equal pay for equal work seems like a no-brainer, but that is not the case in today's

society. This is such a democratic concept, that is seems like it’s hard for anyone to

debate its fairness. The equal pay for equal work is a battle cry that especially resonant

with working women in America, America supposedly being the land of the free and

home of the brave. In other words a place of equality for all. According to the Center for

American Progress (CAP) hard statistics, women who work full time year round continue

to earn only about 77 percent of what men earn. The gender wage gap gets larger with

age and builds up over time. “For voting women at the beginning of their careers -

between the ages of 25 to 29 - the annual wage gap is about $I,700.”But for women in the

final five years of their careers before retirement, the wage gap grows lowers to$14,352.

Over a 40-year career, the average woman will lose about $4.31,000 to the gender wage

gap.

DeWolf, Mark. "12 Stats About Working Women." , 1 Mar. 2017. Accessed 13 Apr. 2018.
 “According to the U.S. department of labor blog as of March 1, 2017 almost 47% of

U.S. workers are women.” More than 39% of those women work in occupations where

women make up at least 75% of the workforce. Women own about 10 million businesses,

which account for $1.4 trillion in receipts. And that is not all. Trends in women’s

employment have evolved over time. Women’s participation in the U.S. labor force has

increased since World War 2I: from 32.7% in 1948 to 56.8% in 2016.The proportion of

women with college degrees in the labor force has almost quadrupled since 1970. More

than 40 percent of women in the labor force had college degrees in 2016, compared with

11 percent in 1970. Women are even more likely to earn bachelor's degree by the age 29,

with the percentages being 34% of women and 26% of men. Working moms are now the

norm. 75% of mothers with children under 18 are in the labor force, with over 755

employed full-time. Mothers are the primary or sole earners for 40% of households with

children under 18 today, compared with 11 percent in 1960.

Dreisbach, Tom. "'Pay Secrecy' Policies At Work: Often Illegal, And Misunderstood." National

Public Radio , edited by Tom Dreisbach, Tom Dreisbach , 13 Apr. 2014. Accessed 26

Apr. 2018. Path:

https://www.npr.org/2014/04/13/301989789/pay-secrecy-policies-at-work-often-illegal-a

nd-misunderstood.

What Is 'Pay Secrecy'? “Pay secrecy is a workplace policy that prohibits employees from

discussing how much money they make. These policies are sometimes written down in

employee handbooks.” In some cases, those policies are implied, and managers simply

urge employees not to talk about their salaries. The National Labor Relations Act, also
known as the "Wagner Act," became law in 1935. It's the basis for employees' rights to

talk about wages with their coworkers.

What Makes 'Pay Secrecy' Illegal? Under the National Labor Relations Act, enacted in

1935, private-sector employees have the right to engage in "concerted activities for the

purpose of collective bargaining or other mutual aid or protection." The language is

somewhat antiquated, but according to Estlund, "it means that you and your co-workers

get to talk together about things that matter to you at work."Compensation is one of those

things you can talk about. The National Labor Relations Board, says Estlund, "has long

held that these pay secrecy policies that many employers have in writing violate the

National Labor Relations Act."Even if an employee signs a nondisclosure agreement with

an employer, Estlund says, the employee would still be protected when talking about

salary."You can't just declare information about people's pay to be confidential

information that can't be discussed," she says.

What Happens To Employers That Violate The Law? Employers caught violating the

law have to offer certain "remedies," which, according to Estlund, are typically "not very

serious." The National Labor Relations Board can order employers to provide back pay to

wrongfully terminated employees and to offer former employees their old jobs back. The

president's executive order provides a penalty that goes beyond the labor board's

punishments. Companies that do work for the federal government and retaliate against

employees for talking about pay could now lose a federal contact, and a lot of money.A

2011 survey from the Institute for Women's Policy Research found that about half of

workers "report that the discussion of wage and salary information is either discouraged

or prohibited and/or could lead to punishment."A survey of private-sector employers

 from 2001 found that more than one-third had specific policies that banned workers from

talking about their compensation with their co-workers.

"EQUAL PAY ACT." History.com, History.com , https://www.history.com/topics/equal-pay-act.

Accessed 26 Apr. 2018.

The Equal Pay Act was among the first federal laws in American history to address

gender discrimination. In signing it into law on June 10, 1963, Kennedy praised it as a

“significant step forward,” but acknowledged that “much remains to be done to achieve

full equality of economic opportunity” for women. Among other things, Kennedy

stressed the need for child day care centers to support working mothers. Following the

passage of the Equal Pay Act, several other laws were enacted with the aim of reducing

employment discrimination. “Perhaps the most important was Title VII of the Civil

Rights Act of 1964, which banned employers from discriminating on the basis of race,

color, religion, sex, or national origin.”

The Educational Amendment of 1972, meanwhile, expanded the reach of the Equal Pay

Act to include white-collar executive, professional and administrative jobs—categories

that had been exempted under the original law.Other important gender equity

employment laws include the Pregnancy Discrimination Act of 1978, which strengthened

protections for pregnant workers; and 2009’s Lilly Ledbetter Fair Pay Act, which reduced

time restrictions on wage discrimination complaints. Under the regulations of the Equal

Pay Act, employees who believe they are being discriminated against can either file a

complaint with the Equal Employment Opportunity Commission or directly sue their

employer in court. Combined with increased education and career opportunities for
 women, these regulations have been credited with helping to narrow the gender wage gap

in the United States. Estimates vary, but according to a study from the Bureau of Labor

Statistics, full-time women workers in 2016 were paid 82 cents for every dollar men

earned.

Equal Pay Day highlights wage gap between men and women. Maya Raghu, CBSN New York ,

2017, https://www.youtube.com/watch?v=p7HKJprB0UM . Accessed 25 Apr. 2018.

“Today is April 4, 2017 that means it is Equal Pay Day, it was started by the Nation

Committee of Pay Equality in 1960 to highlight the gap between men and women's

wages.” That means women had to work from that start of April 4, 2016 to April 4, 2017

to make as much as their male counterparts. Women make about 20% less than men.

Women have to work 50 years to make what a men makes in 40 years. That means that

women have to work 10 plus years to close the wage gap compared to her male

counterparts. 20-year-old women stands to lose $418,000 over a 40 year career. Black

women lose over 800,000 over the course of a 40 year career. Latinas women in 47 states

must work to age 85 or later to close the gap. Native women in 26 states must work to

age 85 or later to close the gap. Black women in 22 states must work to age 85 or later to

close the gap. One of the reason the wage gap has persisted is because employers are

forbidden from talking to each other about their pay. It's hard to know your not being pay

equal when you don’t know your male counterparts pay. They can even be fired for doing

so. This information is according to the National Women’s Law Center and U.S. Census

Bureau.

Ledbetter, Lilly. "One Law Isn't enough to Ensure Fair Pay." Washington Post, 19 Jan, 2014, pp.

B.3, SIRS Issues Researcher, https://sks.sirs.com.

 “President Obama committed to equal pay for women when he signed the Lilly Ledbetter

Fair Pay Act. The bill directly addressed Ledbetter v. Goodyear, a U.S. Supreme Court

decision that basically says employers had been paying unfairly for long enough to make

it legal.” This law was the very first to receive Obama's signature to changed that. It

restored the long-standing interpretation of civil rights laws, allowing employees to

challenge any and every discriminatory paycheck.

"MAP: It's Equal Pay Day! How Big Is The Gender Wage Gap Where You Live?." kqed.org,

PBS. Accessed 17 Apr. 2018

Women make up about half the U.S. workforce. They surpass men in the number of

college and graduate degrees earned, according to National women’s law center. Yet, on

average, women earn less than men in almost every occupation for which there is

sufficient wage data. The median wage for full-time male workers in 2014 was $50,383,

as compared to $39,621 for women, according to NWLC. “In Georgia a woman makes

81 cents for every dollar a man makes.” In 2014 in georgia the median wage for a man

was $44,632 compared the median wage salary of $36,468 for women, which means the

wage gap was $8,164. The career wage gap during that time was $326,200, for a 40 year

career.

According to research from Institute for Family Studies (IFS) a record of 25.3% of

husbands are now married to wives who are more educated than them. According to the

National Center for Education Statistics, 56 percent of college students are women. That

means there are 2.2 million fewer men than women enrolled in college.

Pasquini, Maria. "Tracee Ellis Ross Speaks Out About Reported black-ish Pay Gap with
Anthony Anderson." People.com , People.com , 21 Jan. 2018. Accessed 26 Apr. 2018.

Path: http://people.com/tv/tracee-ellis-ross-black-ish-pay-disparity/.

Tracee Ellis Ross is setting the record straight about speculation over her black-ish

salary. “There has been a lot of conversation and speculation the last few days regarding

my black-ish salary. I was in renegotiation, like many actors find themselves in during

the fourth season of a successful show,” “Ellis Ross wrote on Twitter, addressing a report

from The Hollywood Reporter that claimed she was paid considerably less money than

her costar Anthony Anderson — who also serves as an executive producer for the show.”

The report also alleged she was considering appearing in fewer episodes if she could not

renegotiate her salary. Although Ellis Ross did not explicitly confirm the pay gap

between her and Anderson’s salaries, she did go on to say, “I wanted to be compensated

in a way that matches my contribution to a show that I love for many reasons, including

the opportunity it allows me to reshape what it is to be a fully realized black woman on

TV.” “The words and thoughts that were in the original article that started this public

conversation were not mine; there were never any threats. I wish I would have been

called by the reporter to confirm that,” she added.

The 45-year-old actress concluded her message by saying that even though “having had

my renegotiation become a public conversation was awkward,” she was “grateful for the

outpouring of support.” “I’m truly thankful that important conversations are taking place

about fighting for women’s worth and equality, and tightening the pay gap in every

industry,” she wrote. Ross has been a very vocal supporter of the Time’s Up movement.

On the Golden Globes red carpet, Ross explained her decision to wear all black by
 saying, “I wear black today as a ‘we’ not as an ‘I,’ as a celebration of our collective

power as women, as an embodiment of sisterhood, solidarity and the work being done to

create structural change.” “We wear black for equity, parity and inclusion across all

industries,” she added. “We wear black to join with the voices of ALL women,

particularly women of color, LGBTQX women, disabled women and all other women

who have been disproportionately affected by sexual violence. TIMES UP on

discrimination, harassment and abuse.”

Reich, Robert, and Heather McCulloch. "Fixing the Gap in Women's Wealth." Los Angeles

Times, 25 Aug, 2017, pp. A.15, SIRS Issues Researcher, https://sks.sirs.com.

Almost a century after winning the right to vote, we still have to address the economic

imbalance women face to achieve full equality. In today’s society women play a large

part in the economy. Women make up half the workforce and they purchase about 80%

of

consumer goods. Women earn 79 cents for every dollar earned by a men.To get to

women's pay equality, we must first deal with income and wealth inequality. Measuring

wealth creates a better image of a person’s financial standings than measuring wages,

because wealth is both a balance of assets minus debts. Women are more likely to work

part-time, because they're caring for family members, which limits their access to

employer benefits that help turn income into wealth through 401k or other retirement

savings programs. “To address these inequities, we need a broad menu of solutions that

addresses income and wealth.” To help increase womens income we need to pushing for

pay fairness, affordable childcare and paid family leave. To increase wealth, we need to

change retirement savings plans and tax benefits.“Expanding the Earned Income Tax
 Credit and the Child Tax Credit should be key priorities to make the tax code work for

women.”

"Should laws that protect against workplace discrimination be strengthened?." sks.sirs.com.

Accessed 17 Apr. 2018.

“Workplace discrimination occurs when a member of a protected class-such as women,

minorities or people with disabilities-are discriminated against. Types of discriminatory

practices include, but are not limited to, bias in hiring, firing, promotion, compensation

and various types of harassment, including sexual harassment.” There are many federal

laws that prohibit discrimination in the work environment, and many states also have

laws to prevent unfair treatment of employees. Title VII (7) of the Civil Rights Act of

1964, which serves as the basis of anti-discrimination employment legislation, prohibits

employers from engaging in workplace discrimination based on race, skin color, gender,

religious beliefs, or national origin. One issue of debate is whether or not existing laws

against workplace discrimination should be strengthened. Proponents argue that existing

laws are unsuccessful in protecting all employees while opponents contend that the costs

imposed by strengthening laws outweigh any benefits.

Smith, Genevieve, and Kellie McElhaney. "Understanding “Equal Pay” and How to Achieve It."

StandfordSocialinnovationreview, 25 Oct. 2017, https://ssir.org. Accessed 24 Apr. 2018.

In late August, the White House neglected Obama-era rule meant to lessen the wage gap

by requiring large companies to report what they pay employees by gender and race. “A

Forbes review conducted in 2017 found that 72 large, publicly traded companies,

including Intel, Amazon, Delta, and Salesforce, have committed to conduct pay equity

analyses, and have established a policy to drive diversity and equal opportunity.”
Companies and shareholders are increasingly seeing pay equity as a business necessity,

one that drives access to diverse talent, innovation and growth. A raise in pressure from

shareholders along with strong state and, in some countries, national regulations (such as

those imposed in Iceland) have also been effective in compelling companies to identify

and correct pay disparities.